Successful Employee Assimilation

AgendaIntroductionOn-Boarding BasicsCase StudyMoving ForwardTraining Evaluation

On-Boarding Framework22% of new employee turnover occurs in the first 45

days of employment (The Wynhurst Group)4% never return after the first day on the job (Society

for Human Resource Management, SHRM)In first 6 months: new employees make their decision

whether or not to stay (Monster.com survey)The cost of losing an employee in the first year: 1 ½ to

3 times their annual salary (The Wynhurst Group)

On-Boarding FrameworkEmployees who experience an On-Boarding

program are 58% more likely to be with the organization after three years.

Why? Facilitates: Strengthening of workplace

culture, Greater job satisfaction,

Better job performance, Workplace stress reduction.

Mechanism through which new employees acquire the necessary knowledge, skills, behaviors, and relationships to become effective organizational members and insiders.

On-Boarding AssumptionsNew Employee

Characteristics with correlation to

On-Boarding success, Proactive Personality Openness Conscientiousness Extraversion Agreeableness Neuroticism Curiosity Greater Experience

Levels

Credit UnionAccurate job

descriptionEnvironment is work

readyProvides support and

resources Manager Buddy? Mentor? Human Resources

Transparency Values Roles Norms

On-Boarding AssumptionsOn-Boarding is relational:

Relationship building key part of process Informally through talking at break time Formally through taking part in pre-arranged events

Benefits Greater Job Satisfaction Better Job Performance Decreased Stress

Phases:RecruitmentFirst DayFirst WeeksFirst MonthsAssimilation

•Begin telling organization’s story•Communication•Some relationship building•Transparency•Integrity

•Work area prepared,•Desk and equipment in place,•Introduced and greeted in department,•Beginning of role clarity, •Buddy assigned.

•Employee presented with history, mission, vision, handbook and norms of organization.•Position training in full swing,•Role Clarity•Self-efficacy•‘Buddy’ in place

•Move toward full assimilation,•Structured orientation/compliance programs; •Relationship & team building encouraged.

•Social acceptance,•Knowledge of organizational structure,•Received performance feedback,•Mentor – when appropriate •Employee development; • early assessments

Case Study

Case StudyExercise

Goals: Increase member services and embrace organizational culture/change

1. Select data used to measure results2. Get agreement on what kind of On-Boarding will have greatest impact

3. Design and develop an On-Boarding Program for MIT Credit Union

ReferencesRetrieved from http://en.wikipedia.org/wiki/OnboardingNoviello, Maureen. On-Boarding Presentation, CUNA

HR/TD Council, April 12, 2011.

Further ReadingCooperrider, D., Whitney, D., Stavros, J.M.

(2008) Appreciative Inquiry Handbook: For Leaders of Change, 2nd Edition. Brunswick, Ohio: Crown Custom Publishing, Inc.

Cameron, K., Dutton, J., Quinn, R., Editors (2003) Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler Publishers, Inc.